Category: Management

Viva La Vida and Power


  

This video is from a song by Coldplay.  Maybe you've heard it before.  But have you had the chance to read the lyrics?  Take a look:

I used to rule the world
Seas would rise when I gave the word
Now in the morning I sleep alone
Sweep the streets I used to own

I used to roll the dice
Feel the fear in my enemy's eyes
Listen as the crowd would sing
"Now the old king is dead! Long live the king!"

One minute I held the key
Next the walls were closed on me
And I discovered that my castles stand
Upon pillars of salt and pillars of sand

I hear Jerusalem bells a ringing
Roman Cavalry choirs are singing
Be my mirror, my sword and shield
My missionaries in a foreign field

For some reason I can't explain
Once you go there was never
Never an honest word
And that was when I ruled the world

It was the wicked and wild wind
Blew down the doors to let me in
Shattered windows and the sound of drums
People couldn't believe what I'd become

Revolutionaries wait
For my head on a silver plate
Just a puppet on a lonely string
Oh who would ever want to be king?

I hear Jerusalem bells a ringing
Roman Cavalry choirs are singing
Be my mirror, my sword and shield
My missionaries in a foreign field

For some reason I can't explain
I know Saint Peter won't call my name
Never an honest word
But that was when I ruled the world

I hear Jerusalem bells a ringing
Roman Cavalry choirs are singing
Be my mirror, my sword and shield
My missionaries in a foreign field

For some reason I can't explain
I know Saint Peter won't call my name
Never an honest word
But that was when I ruled the world

One thought occurred to me this morning (very early); what if power is best understood once its been lost.  Maybe when you're powerless you gain the sweet awareness of what it all meant.  Sounds like the writer of Viva La Vida understood this.

In our time humilty is something we say we admire, but rarely do we want to actually, authenically, live it out.  There's still a bit of mental stigma with the whole idea.  Not many messages out there about letting someone or something else go first.  Sadly, we often crave to be number one and in-turn crave power.

What if power is a wild beast that can only be handled by people who understand its ferrious nature and all the dangers accordingly?  What if power is subtle and can sneak up on you after you've stop paying attention?

Here are some points to consider around power:

  1. Don't be fooled by all the treasure power can bring.  It can go as fast as it came.
  2. More organizations should require all managers to take a class/workshop on power.  I conduct these, so I am ready.
  3. Power can be a great tool to help.
  4. Power in the hands of arrogant and reckless people creates chaos.
  5. Learn humility.

 

The Self-Centered Inluencer

I was at a retreat this past weekend.  It was great.  The teacher/workshop leader was fabulous.  One thing that hit me deeply was when a couple of table-mates told me, rather prophetically, that my vision would lead to further influenicng of the world I run in.  It was good to hear that. 

This post is not about me, except when I misbehave.  And misbehavior is the point.  This post is about the self-centered influencers out there.  You know who I'm talking about.  But if you don't, the following is a short list of descriptions:

  • Evasive in conversation
  • No eye contact
  • Clique prone
  • Two or three faces
  • Deeply insecure

The self-centered influencer has influence beyond position and they tend to be very needy.  These folks really should be in a cube far away from any being who needs connection.

So what happened?  How'd they get to be this way?  I don't have all the answers, but here are my thoughts:

  • The influencer never grew up.  Those who should have held them accountable early on abdicated the responsibility or found no time to make the tough decisions.
  • The pursuit to grow skills outpaced the pursuit to grow character.
  • The organizations (workplace, church, association, home) to which the influencer called home, enabled in the name of fear, money and/or productivity.
  • The influencer ignored the path of legacy.  In other words, if we knew what we were leaving behind we'd be in awe with humility added.
  • The influencer believed the lies told by their own inner-voice.

 

 

Top Ten Reasons Managers Won’t Lead From a Position of Responsibility

The following post first appeared in 2008.  It's worth a look again.

 

FIRST, HERE'S TO ALL THE MANAGERS WHO LEAD FROM RESPONSIBILITY AND THOSE WHO WANT TO LEARN THE ART.  THESE PEOPLE PROVIDE HOPE.

Now for problem in need of fixing.  In my post on What Management Doesn't Get: Leadership Implies Responsibility I made the argument that managers have a gaping hole relating to leading.

Here is a good list (a starting point) of why managers won't lead from a position of responsibility:

  1. It's easier to command and throw your weight around.
  2. Too many organizations teach (by their actions) that people are a means-to-an-end.
  3. Most managers, if honest, would have to admit they're soft.  When I was escorted out of corporate America for the last time, I discovered this first-hand.
  4. Managers, and those who promote them, don't teach and guide.  Therefore, many managers go by instinct.  It is not instinctual to take responsibility.  If it were, I'd be writing about something else.
  5. Fear and greed.
  6. The tools for education focus too much attention on skills and the attainment of position.  Without a strong emphasis on character, responsibility will not be a priority.
  7. Managers have bought the lie that everything begins with them.
  8. It's hard to lead from responsibility.  It requires a creativity of the highest order.
  9. Deep down many managers have given up.
  10. Too many organizations have become instant everything.  No time for anything except for what's immediately in front.

When Leaders Decide To Turn Around

When a leader decides to repent (I know that term conjures images of a fire and brimstone preacher, but it simply means "to turn around") it's a great thing.  It signifies an awakening and a desire to change.  I applaud leaders in, and out, of the corporate world who are courageous enough to make this type of move.

Now for the painful dangerous part.

As much as I would love to tell you that all of the followers will applaud when a leader turns around, I can't.  There will be opposition and resistance to the leaders new-found awakening.  The why question is multi-layered, but one big answer can be found in the history of the leaders direction and actions.  For example, if the leader has for years only praised you when senior management was around, then it's a sign of career posing.  It takes time (a lot of it) for people to accept and believe in the change from counter-genuine to authentic.  

The dangerous part is found in the leader who gives into the temptation of giving up because of skepticism on the part of their followers.  Our culture likes results fast.  But the leader should not expect speed here.  If the leader can set the expectations appropriately, then the chance of perseverance grows markedly.  The take-away here is, don't give up if you believe in the "turn around."

Make the decision to turn around…you won't regret it.

One Question For Your CEO

If your could only ask your CEO one question, it should be the following:

"What are you doing to improve your skills and your character?"

If the answer only covers the former, then "danger, Will Robinson." 

 

More than likely he or she is running your organization into the ground.  It may not happen immediately, but it's happening like atrophy. 

Emotional Control

Regardless of the business you're in, or a owner of, it's vital that you control your emotions.  Specifcially, around how you treat your customers.  Way too many organizations are led and operated by those who allow emotions to rule the day.

For example, if you're a retailer and a customer returns a shirt because the quality and fit are not up to their expectations, don't frown with disgust because their at the return desk/department.  It's an opportunity to grow the relationship.  Maybe there's a problem with QC at the factory where the shirts are sourced.  Don't wait until there's three boxes of returned shirts to get clued into a problem.  Customers do want to engage about your product-if you let them.

Sadly, most employees forget (if their thinking about the customer at all) that the customer comes in expecting to be treated…less than warm.  When you or an employee confirm that expectation, the customer convinces themselves that another store is there better option.  If the employee taking the return would have been prepared (or been trained/developed) in the art of restraint and vision, the result might be radically different.  Controlling our emotional urges requires practice.

A friend once told me that you'll know how much a service/product provider really cares about you when a problem arises.

Maybe you should start a program around training/developing emotional control (EC).  Yes, your manager/leaders will have to engage with the staff.  But that's what they should be doing anyway.  Think of what you might discover?  Your customers might discover something remarkable in a landscape full of the "unremarkable."

How Perception Can Lead To Reality

The above is a speech from Rory Sutherland.  He gives some veiled (pay close attention)advice on how to take what you are and do to a new level.

Have you thought about the implications of how you or your service/products are perceived today?  Have you asked anyone (customer, employee, vendor)?

The speech is about 20 minutes in length, but it will feel like 10.  The quote from G.K. Chesterton is powerful too.